Acknowledge the issue openly: Show accountability and admit mistakes to demonstrate humility. Seek feedback: Ask for honest input from your team on what caused the disconnect and how to improve. Communicate transparently: Share your vision and steps to align actions with team expectations. Deliver on promises: Prioritize consistent follow-through on commitments to rebuild confidence. Foster collaboration: Involve the team in decision-making to show their input is valued. Celebrate small wins: Reinforce trust by recognizing team efforts and progress.

Trust, Respect, and Credibility are the 3 Pillars of Leadership. "I don't trust you because I don't respect you. I don't respect you because you are not credible. You are not credible because you did not do what you said you would do." If any of those legs wobble, the pillar is unstable. Flip those around, and we are on solid footing. Globally, the word "Trustworthy" has a common thread woven through it. It means doing what we said we would do. Trust Busters come in many forms. Principle #12: If you are wrong, admit it quickly and emphatically. Demonstrate Self Awareness + Accountability, two of the most elusive attributes of a leader or manager.

In short: Do the right thing, not just say the right words. If trust is lost, then there is good news: it used to be there. You can't lose what you didn't have.

We act like credibility is static. It’s a continuum. Where your loss lies on that continuum depends a great deal on what should be done. If it is an externally focused loss, called out by media and stock holders, this is very difficult to overcome. If it is a moment of self doubt called out by your team this can be addressed. So before any suggestions on rebuilding team trust, determine how and what happened to loose the trust. A culture of honesty and transparency, discussion of process. By involving a team in the pre decisions, the better the team understands and buys in to the outcomes. Loss of trust can go two ways, hopefully it will allow you to realize that leading is serving, and your team is part of that service.

To gain #credibility with a team 1. Mutually trust respect & integrity within the team and leader 2. #Accept & #celebrate the #uniqueness of each team member 3. Build a #leadership quality in each of the team members so that they can take a risk for innovation 4. Know your own #strength & #weakness & your team member strength and weakness to delegate the work effectivity 5. Know the need, desire & #style of yourself & your #teammember 6. Give credit to your team for the success and also give #appreciation to the team member in front of the whole team as well as take d responsibility on yourself 4 failure 7. #Supportivecommunication & #validitycommunication helps 8. Have COULD mindset rather than SHOULD mindset

By making it up to them, to fix wherever I made it wrong or use abused their trust This would help them know that I take full responsibility of my deeds and help them build some level of trust in me

Be honest and principled, respect is earned by the way carry your self and the creditably of your results. Apologies, admit your mistakes, have empathy, follow through, be humble and human.

Here's what saved me when I lost my team's trust after a failed product launch: Own your mistakes completely. When I messed up, I gathered everyone and laid it all out – what went wrong, my part in it, and most importantly, what I learned. No excuses. Then I focused on rebuilding through actions, not just words. I started sharing more context behind decisions, included the team in planning, and made sure every promise I made, no matter how small, was kept. The game-changer was giving them more autonomy – showing I trusted them to make decisions actually helped them trust me again. It's a slow process though – took me months of consistent behavior to turn things around. Remember, trust is rebuilt in small moments, not grand gestures.